Ritesh Kumar

Interesting notes on executive compensation from Deloitte's 2024 India executive performance and rewards survey report. Noticed a related discussion on ET TV. According to Deloitte report site, their survey covers information from over 400 companies across all major sectors. In general, executive compensation continues to grow, and evolve fast with the market. Senior leadership roles come with much higher complexity, risks, stress and decreasing tenure. All the more reason for CEOs to have sounding boards and coaching opportunities. According to a Mint analysis of data from the past decade (2020), a CEO or MD of an average BSE 500 company stayed in the role for 3.4 years. Fewer than half of Indian CEOs completed three years in office. The tenure varied with industry and women were underrepresented. The global average for the world’s largest 2500 companies during 2004-18 was 5 years (PwC study). Regarding age, "in NSE-500 companies, a typical Indian CEO today is 57 years old (roughly similar to Fortune-500 firms, where the average age of the top executive is 57.7 years). For the mid and small sized companies, the average age of CEOs comes down to about 50-52 years." Notes from the Deloitte 2024 report: * About 45% of S&P BSE 200 companies (excluding PSUs) witnessed a change in their CEO incumbent over the past five years.  Almost six of every 10 new CEOs have been internal promotions. Amongst homegrown CEOs, business heads or CEOs of other group/parent companies were chosen to be the successors. In case of external hires, 81% of the new external CEOs were sourced from the same sector. * About 3 of every 4 CEOs in India now earn more than INR 5 crore [approx. USD 596,000]. * Faster increase in promoter CEO compensation compared with professional CEOs. * Average CEO compensation in India stands at INR 13.8 crore [USD 1.6 million], up 40 percent compared with pre-COVID times. * Fixed pay for promoter CEOs now constitutes over half of the total pay. For professional CEOs, pay-at-risk (Short Term Incentives + Long Term Incentives) is much higher at 57 percent of the total pay. * Companies assess CEO performance holistically but largely link only financial performance to incentives.  * The prevalence of stock options or ESOPs dropped from 68% to 49% over the past five years despite more companies using LTI. Larger companies with more mature compensation practices are adopting performance shares faster, in line with global best practices. * The wide gap between median and average CEO compensation [INR 9.3 crore versus INR 13.8 crore] indicates the wide range of compensation numbers and some outliers on the higher end. * After the CEO role, COO and CFO roles continue to command the highest compensation premiums (followed by CHRO role). References: * Old is gold, but new-age cos...; Feb 6, 2024 * The average Indian CEO lasts less than 4 years...; Mint, Updated Oct 2020 * Deloitte 2024 Executive...Rewards Survey Report; Apr 2024

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In the wake of the Indian cricket team's triumph in the T20 World Cup, numerous corporations have joined in the celebrations, extending their congratulations to the team. This outpouring of support raises pertinent questions about the role of these corporations in promoting sports within the framework of their Corporate Social Responsibility (CSR). It is essential to inquire whether these corporations have taken tangible steps to foster sports development. Have they invested in creating or enhancing sports infrastructure? Is there a scholarship program in place to support promising athletes? Moreover, have they provided employment opportunities that can attract and retain talented individuals in the sports field? These questions are crucial in understanding the depth of commitment these corporations have towards sports development beyond the celebratory gestures. A robust CSR program aimed at sports can include initiatives such as: 1. Infrastructure Development: Building or upgrading sports facilities to provide athletes with high-quality training environments. 🏗️🏟️ 2. Scholarship Programs: Offering financial aid to talented young athletes, ensuring that financial constraints do not hinder their progress. 📚💸 3. Employment Opportunities: Creating roles within the corporate structure that can be filled by individuals with a background in sports, recognizing the value of the skills and discipline they bring. 👔💼 4. Community Engagement: Organizing and sponsoring local sports events to encourage community participation and uncover grassroots talent. 🏆🤝 The impact of such initiatives can be profound, not only in nurturing sporting talent but also in promoting a culture of health and fitness. Corporations that actively engage in sports development can contribute significantly to the nation's sporting legacy, creating a lasting impact that goes beyond the ephemeral joy of a tournament victory. 🥇🇮🇳 It is incumbent upon us to hold these entities accountable and encourage them to play a more active and constructive role in sports promotion. The celebration of a victory is a momentary joy, but the creation of a sustainable sporting environment is a legacy that will endure for generations to come. 🌟🏏 #csr #sportspromotion #sportsdevelopment #talentpromotion #sportsscholarship

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In the fast changing world where enterprises are equipping themselves with skills, the relevance of white collar, blue collar, pink collar, red collar, yellow collar etc jobs is losing its meaning. Now there is only "Skill Collar" in jobs. #learning #learningofkaps

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Dear People Pro! Are your Teams feeling safe enough to go all out, to ace their BIG Goals? In this pic is a 3 minute read you may be looking for.. ** DYK Ravi Sundaram leads the BELBIN Accreditation Course - 2 Day In Person Physical Class - Mumbai - on July 26 - 27th? To know how Belbin can be of value in your People Practice, or to enrol, DM me #leadershipdevelopment #diversityandinclusion #learninganddevelopment #personaldevelopment #psychologicalsafety #employeeexperience

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Dear People Pro! Are your Teams feeling safe enough to go all out, to ace their BIG Goals? In this pic is a 3 minute read you may be looking for.. ** DYK Ravi Sundaram leads the BELBIN Accreditation Course - 2 Day In Person Physical Class - Mumbai - on July 26 - 27th? To know how Belbin can be of value in your People Practice, or to enrol, DM me #leadershipdevelopment #diversityandinclusion #learninganddevelopment #personaldevelopment #psychologicalsafety #employeeexperience

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Completed Yellow belt of lean Six Sigma AI certification. Mind blown how AI will help in implementing Lean Six Sigma. Sprinting towards Green belt and Black belt now. #learning #learningofkaps

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A Reality Check on Perceptions: Recently watched Laal Singh Chaddha and it struck a chord. The film, despite its merits, struggled in the shadow of Forrest Gump. It got me thinking about our journey at EOSGlobe. We started predominantly as a telemarketing outfit. And, As we evolved into a full-fledged customer experience company, that old label clung to us like a stubborn stain. Clients would hear 'EOSGlobe' and think 'ah, the telemarketing folks'. Sound familiar? Changing perceptions was an uphill battle. We had to prove ourselves at every turn. It meant over-delivering, innovating constantly, and sometimes, taking on projects just to show what we could do. Our team worked tirelessly to showcase our expertise beyond calls. We dove into data analytics, perfected omnichannel support, and became CX consultants, not just service providers. Slowly, the narrative changed. Clients started seeing us for who we'd become, not who we used to be. It was tough, but it made us better. This journey taught me that perceptions can be chains, but they can also be catalysts. They pushed us to excel, to redefine ourselves, and to never stop growing. #BusinessLessons #PerceptionMatters #GrowthJourney

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RCB..RCB..RCB..RCB... As they say this team is about emotions & they do things which no other team can. Take #IPL 2024 for instance...6 losses in first 7 games & then they come back to win 5 games on a trot. And surprisingly no other team has done this (Win run of 5 games consecutive) in #IPL2024 Same set of players, same support staff, same leader, same opponents...then what exactly changed for them? Few things I believe that have worked for them: 1. Absence of #fear 2. Weight of #expectations 3. Having #fun Sitting at the bottom of table for first 4 weeks helped them mitigate any fear they had of their performance. They were at the bottom & can't go any down. This release of fear that worst has happened, wakens you upto new found power/belief. A belief that you are better than this & any efforts from here on will only improve you for better. Firm supporters will still give them a chance for #playoffs but huge weight of performance was off them. This then makes them nibble & they start playing without expectations to just go out & perform to their capabilities They started having fun, most critical aspect of doing anything good is when you start having fun. Another case in consideration here is #mumbaiindians performance, clearly fun seems to be missing in that team this season. And, now when you look at these things from your corporate career standpoint, let me tell you that this is exactly the success mantra for doing well. Keep yourself away from any fear, don't weigh yourself down with expectations & start having fun in what you are doing. If one of these is missing..my dear friend..its time for you to #moveon Do you agree? #mythoughts #mythology #sumeitguptaa #leadership #leadershipdevelopment #learninganddevelopment #learning #life #spirituality #spiritualwisdom #corporate #goals #success #successfulmindset #managementconsulting #ramayana #MythologyInCorporateWorld #LessonsFromAncientTales #MythologicalWisdom #BCCI #IPL #IPL2024 #RCB #royalchallengersbengaluru #mumbaiindians #MythicalStrategiesForSuccess https://lnkd.in/dtS2nrs8

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There have been discussions around Linkedin's rankings of top 100 MBA programs released last week. ISB features in top 10 which is remarkable but what has intrigued some of my groups is the absence of XLRI Jamshedpur from the list. However you slice the metrics, no reason how XLRI is not there, unless the algorithm did not even pick it up as a business school! I found the analysis voodoo done by LinkedIn more interesting. The report has a visual that I am enclosing that says * % of senior leaders hired with a MBA has increased by 25% since 2010 * % of entrepreneurs with MBA has gone up by 45% in the same period. Impressive? The line graph looks impressive. Till you look at the axis. In 2010, it was 7%. It is 9.5ish right now. So, even today just 10% of leaders hired into senior roles have a MBA, leaving 90% without one. The number for entrepreneurs is even less. It has improved from 3% to 5.5%! That's all. The study is fine, but this chart makes me question the RoI of a MBA.. What am I missing? #MBA #ROI

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How can businesses counteract India’s ‘Great Churn’? Rethinking employee engagement and retention, are employee thinking styles the missing element? Read more: https://lnkd.in/dwksCUFm #BMGI #bmgindia #talentmanagement #StrategicHR #retention #talent #Management #talentagency #strategichr #hr #rethinking #hrconsultants #employee #hr #business

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🌟 The Power of Infinite Purpose 🌟 In a world where goals are often defined by milestones, the concept of 'infinite purpose' challenges us to think bigger and deeper. The beauty of an 'infinite purpose' lies in its boundless nature. It encourages growth without limits as it’s not anchored to a single endpoint. Is your goal to become an executive leader or is your purpose to lead with greater impact? ⚪🐯 #Coaching #Leadership #Growth #Purpose

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I didn't write on our national issues for past few days because I was completely stunned with drama after drama by our leaders. I just stepped back and watched in complete shock how our leaders have taken our country back to two decades in a spur of a moment. And shocking indeed it has been to note that those we had confidence in to move the country forward, guard our democracy and protect our rule of law have become part of the circus. The Truth and Reconciliation program being conducted is an exercise in futility and waste of national resources. It would have been better to let history be history. A new generation has come into being, people have migrated, many have passed away and those who are around do not even want to reflect on those gruesome days. If we have forgiven them and let them go home to their families then let it be. Why give so much prominence and open up old wounds. If there was any real meaning to these things then support should have been provided to the children and families of those who were affected by both 2000 coups and mutiny while they were growing up. Were there any support provided to the families of those who lost their lives and were the sole bread winners? Those who were infants then are in their late twenties now. Who the whole exercise is targeted towards.? I still cannot understand. We are even rewarding presidency of our nation to a person who committed crime agaisnt our nation. Our country and its people are suffering. Our young people are treated with contempt by those in power. Our youths now sell copper wire to survive. Drugs and crime is out of control. The economy and our fiscal position is in dire situation. Those who have graduated cannot find jobs locally and they can't even go aboard to seek employment because the government has imprisoned them with stringent TELS and Toppers policies. Many who have graduated have gone back to farming. We are importing cheap labour into our country while our youths are labeled as lazy and unproductive. Instead of finding solutions we have condemned them to informal settlements to engage into illegal activites such as drugs, prostitution and other criminal activites. HIV is destroying our young talents. Our leaders priorities are all wrong. While our country is being torn apart and turning into failed state these clowns are busy forgiving and embracing each other for crimes they committed against our country and people two decades ago. Seriously, we are breaking apart and turning into a failed state. We need to get rid of these type of leaders and elect leaders who focus on building a country that empowers our people, develop our economy, create jobs and investments and build a peaceful and coherent society. A country where every citizen realizes his dreams and builds a strong family, a strong society and a strong and prosperous nation. Let's not preserve the old order, lets empower and liberate our young! Let's move forward!

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Health and Wellness needs of Employees are critical to ensure organization productivity, to attract and retain high performing talent and get a competitive edge today. Come partner with MediBuddy to design the right Health and wellness program for your organisation

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Growing up, advertisements were another source of entertainment. Whether the spots on radio or the ones on Doordarshan. I think late 80s were the peak of advertising creativity in India. They used to have nearly 30-40 minutes of advertisements before Ramayan on TV. And I have seen people just watch the advertising and walk away! They produced stuff like the Run for Freedom, Mile Sur etc. that haven't been bettered.. The problem with most advertising is the standard script derived from Edward Bernays ( I think) where the client has a problem, uses the product and she is happy. In the 21st century is has become far more digital too. Indian advertising is basically a celebrity ( Virat Kohli/ Ranveer Singh and mostly Amitabh Bachchan doing something) vehicle. Hence it was refreshing to see the new Apple ad for M4 chip. Anyone who has used apple computers on apple silicon can easily relate to the performance focus. I did like the shorter version running on TV even better, but this is good. And does not follow the usual script either.. #advertising #apple #M4 https://lnkd.in/gdX6GrDd

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What happens when you have BoB sessions for your ideas to convert I-2-I for future Growth Opportunities ? The ideas need a bounce-off-board (BoB) in a relaxed environment wherein the ideas are challenged via asking powerful questions to make it more sharper so that there is shortest path to success in converting ideas-2-invoice (I-2-I). Today, I had a privilege to have one such BoB session for I-2-I with our partner Ramshankar C S for growth opportunities for Maxbyte Technologies ! ………. BoB at a coffee shop! And yes I have lost weight 😊. #partnership #growthopportunities

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Interesting insights from LinkedIn News India as we celebrate #Mothersday today. > In this study, a third of the respondents mentioned having either no or only one female senior leader within their management. > Additionally, a significant number pointed out the lack of recognition as a motivating factor at their work These numbers made me hope for a time when there is gender balance in leadership. They also made me think, oh wow! So finally, are there 67% of organisations which have more than one woman senior leader? As an HR professional working in the gender diversity space for over a decade, I have witnessed its evolution from D to D&I to DE&I. Along with these changes in acronyms, our approach to addressing and enhancing the situation has also developed. The current figures are not optimal, and resolving such a complex issue necessitates a shift in both the structure and dynamics of the existing culture. Culture not just at work also at our homes. Are you familiar with the Pull & Push factors affecting the retention of women in the workplace? Pull Factors: > Responsibilities like childcare and eldercare from family > Societal gender norms Push Factors: > Lack of recognition and flexibility at work > Absence of role models or support in the work environment These factors result in retaining those select few who surpass them with their own determination and in some occasions support from their allies. In essence, it's not what we can call a thriving dynamics to nuture gender balance. To counter these, an organisation can introduce structural changes like a flexi-work policies, and we would still need more systems at the workplace which enable the implementation of these policies. This dynamic will shift with more allies at families & work who can enable women to counter these forces. What do you think can improve the dynamics of inclusion at work? Thank you Isha Chitnis and LinkedIn Editors (India) for sharing this report insight and inviting me to contribute. #LeadershipCoaching #WomeninLeadership #LIPostingChallengeIndia

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The aspirational mindset is taking over the budget sensitive class of individuals. Even fringe markets that were traditionally seen as low-cost and utility oriented have transformed. In recent travels I visited the outskirts of Telangana which makes up for a smaller percentage of the business. The assumption most would make is average volume at low ticket value: hence smaller cut if business. Reality is, low volume but medium ticket value. People have started choosing lower end fashion over the traditional budget segment although overall numbers are yet to see a noticeable rise. With this shift, products that have a premium status attached to it and are not expendable per se should grow extremely well in these regions in the coming years. What do you think? Kothagudem, Telangana: #sales #growth #marketing #strategy #fmcg #fmcd #consulting #mba #career #work #job #tata #titan #linkedin #india

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